What Do Employers See as the Benefits of Assistance Programs?

By Bowers, Mollie; DeCenzo, David et al. | Risk Management, October 1989 | Go to article overview

What Do Employers See as the Benefits of Assistance Programs?


Bowers, Mollie, DeCenzo, David, Walton, Charles, Grazer, William, Risk Management


What Do Employers See As the Benefits Of Assistance Programs?

The personal and professional lives of employees at any level in an organization are inextricably intertwined. Although some organizations still engage in denial, facts show that problems such as alcoholism, substance abuse, stress, smoking, and family and financial concerns do not recognize any line of demarcation between home and office. Until the 1980s, most organizations in the public and private sectors coped with these problems by accepting the consequences of suffering low productivity, profitability and morale, or firing troubled employees and sustaining increased costs or recruiting, training and morale.

Today, organizations have the opportunity of investing in employee assistance programs (EAPs) as a means of improving job performance, profitability and the quality of work life by helping employees through difficult times. EAPs also offer a number of other benefits, including the containment of health care costs, responsiveness to employee interest in wellness and prevention programs, a reduction in absenteeism, turnover and disciplinary problems, and an enhanced public image. As a result of these benefits, more and more organizations are adopting EAPs as an integral part of their employee benefit package.

In recognition of this trend and of the resource conscious environment in which many companies exist, we determined that a valuable contribution could be made by investigating the actual costs and benefits of EAPs to various organizations.

Methodology

The participating organizations for this study originated from a random sample of 2,000 small, medium and large private and public sector organizations chosen from a list purchased from the American Society for Personnel Administrators (ASPA). The intent was to explore the influence of several variables such as internal versus external providers, scope of employees and benefits covered and the impetus for adoption in small, medium, and large organizations.

Surveys were sent to the human resource management, benefit, and health and safety administrators on the list with an assurance of anonymity. Also, a summary of the results was offered to those who requested this information under separate cover.

Variables included in the questionnaire were selected after a review of EAP literature and interviews with a sample of EAP administrators. A test questionnaire was developed and administered to 10 human resource managers and 10 graduate MBA students to determine whether or not the questions were understandable and relevant to the study of EAPs.

The questionnaire was divided into the following five areas of investigation: organizational characteristics of the respondents; reasons for adopting an EAP; type and scope of services offered by the EAP; knowledge of and factors used in assessing the costs of an EAP; and effects and benefits of the EAP. Average annual EAP costs were also included in the information collected.

Preliminary testing of the results confirmed that the participant organizations lacked cost and benefit measurement systems for EAPs. The lack of precision in cost/benefit data and the subjective nature of some responses favored questions that asked for ranges rather than single figures.

Characteristics of Respondents

Responses were received from 377 (18.9 percent) of the 2,000 organizations on the ASPA list. A preliminary analysis of the data indicated that the respondents came disproportionately from organizations having 25,000 or fewer employees and total annual sales of the respondents was less than $500 million. These responses were inconsistent with the findings of an earlier study which cited a higher rate of questionnaire return can be expected from much larger organizations. The basis for this assumption was that in larger organizations there was a greater likelihood that the data necessary to answere questions regarding costs and benefits of EAPs would have been collected and analyzed by computerized information systems. …

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

What Do Employers See as the Benefits of Assistance Programs?
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Full screen

matching results for page

Cited passage

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited passage

Welcome to the new Questia Reader

The Questia Reader has been updated to provide you with an even better online reading experience.  It is now 100% Responsive, which means you can read our books and articles on any sized device you wish.  All of your favorite tools like notes, highlights, and citations are still here, but the way you select text has been updated to be easier to use, especially on touchscreen devices.  Here's how:

1. Click or tap the first word you want to select.
2. Click or tap the last word you want to select.

OK, got it!

Thanks for trying Questia!

Please continue trying out our research tools, but please note, full functionality is available only to our active members.

Your work will be lost once you leave this Web page.

For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

Already a member? Log in now.